9 ways assessments can benefit recruiters

9 Ways assessments benefit recruiters

1) Attract better candidates

Recruitment phase: job is open

By letting candidates take a short job preview assessment (through the website for example), you’ll be able to more easily find and attract those hidden-gem candidates that could be easily overlooked when not using assessments.

These are the candidates who are not actively looking for a job but are open for a change. These are often also the most interesting candidates, as they generally don’t move from one job to the other that often.

2) Engage candidates better

Recruitment phase: job is open, interview, onboarding, learning & development

  • Have a constructive conversation based on their assessment answers.

  • Create enthusiasm for the job in the interview by focusing on the candidate¬ís personal preferences.

  • Better able to identify and discuss career opportunities.

3) Save time, money and increase efficiency

Recruitment phase: selection, interviewing, onboarding and learning & development

By using assessments, you can save time, save money and increase efficiency by:

  • Having the algorithm sift through (large numbers of) applicants and make the match for you.

  • Making a better match between candidate¬ís personality/ability with the role and company.

  • Having support in interviews, knowing what to ask.

  • Knowing how to onboard & develop candidates through knowing how to motivate them.

4) Increase employee retention

Recruitment phase: selection, interviewing, onboarding and learning & development

Assessments can contribute to making employees stay longer when there is a better match with the candidate’s personality and ability.

By knowing what the strongest preferences are, you can motivate and engage them to get the most out of themselves.

5) Better match with role and company values

Recruitment phase: selection, interviewing, onboarding and learning & development

These different stages of recruitment will all get easier if candidates are a better match (in terms of work style, culture and skill set) for the position.

6) Make data-driven decisions rather than rely ongut-instinct

Recruitment phase: selection, interviewing, onboarding, learning & development

Everyone has bias, which can be decreased by having psychometrically valid soft skills assessments as a support tool. They offer objective guidance, and allow you to more accurately compare candidates.

7) In-depth information on candidates

Recruitment phase: selection, interviewing, onboarding, learning & development

Personality questionnaires allow you to ask more than 100 questions to the candidate before the interview and compare those answers to how thousands of others answered this.

This gives a powerful comparison and insight into their personality and/or ability, and is a good basis for the recruitment process.

8) Avoid personal bias

Recruitment phase: selection, interviewing

Whether we like it or not, everyone is full of their own personal biases and preconceptions about the world, and the people within it.

Without realising we might immediately like or dislike someone based on their hair style, accent, or the fact they watch the same TV shows as you.

Using an objective measure of personality means that we can build a more accurate picture of what someone is really like, based on data rather than our misjudgements.

9) Halo and horn effect

Recruitment phase: selection, Interviewing, onboarding, learning & development

One such bias is the halo and horns effects. These are unconscious biases in the way we think about others.

The halo effect refers to the phenomenon where we rate individuals in a positive manner based on limited information.

For example, assuming someone is intelligent, hardworking and qualified because they seem likeable and charismatic.

The horns effect is the opposite of this. Assuming aspects of someone’s personality could result in poor hires, or onboarding that is not well suited to the candidate.

Clevry allows you to build an accurate picture of a candidate’s personality profile to avoid this.


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